This is a well-documented fact that at least 5 of every 5 applications contain all important works. What the employer does not know, can and will almost certainly have a huge impact on this organization!

Dr. Julian Cano, Ed., A 30-year-old clinical psychologist, once said that they all taught about birth to both lie and catch the lies. He argues that most people have the necessary skill and ability to actually lie to others and tell someone to lie to them in return. Dr. Cano adds that it can be morally and socially acceptable to lie, but at the same time it is unacceptable to tell others that they are false. This is perfectly true and describes it perfectly as a specific paradox of the lease process.

Obviously, 40% of all applicants feel that it is correct to deceive the truth in some way. The candidate can easily rationalize himself for being in his own interest and that deception does not burden the employer; nobody is injured in the lie. At the same time, the recruitment expert believes that it is not polite to present the differences in the background of the applicant, his education and his prior employment experience. In fact, some believe that the process of controlling information is not socially acceptable because it begins with the assumption that the candidate does not tell the truth.

In order to find the best candidate for a successful success of an organization, it is not essential that the employer receives accurate and detailed information about the applicant's ability and integrity? Completely! This is a Universal Truth:

Honest people build profitable societies, breaking off dishonest people.

That is why pre-employment polygraphy exams are so popular. However, with the prohibition of pre-employment polygraph testing, employers were forced to learn new and more acceptable ways to get the truth from the applicants. Without the aid of technology, the science of "catching lies" and "discovery of deception" remains a mystery to almost every person whose task is to make a decision to make a decision. Myths and obscure tales describe the signs that someone is lying to almost disintegrated science.

The reality of real-life behavior is only the recent gain of university validation. These techniques are increasingly accepted and promoted in Corporate America. More specifically, the integrity interview is called the approach used to acquire truth. This is a non-confrontational and effective way to promote open and honest dialogue between the employer and the prospective employee from the start of the recruitment process. Integrity interview is a proven ethical and practical way of identifying and attracting the most appropriate employees.

The integrity interview segment is a non-accusing interview aimed at getting the candidate's real-world information and insight into the potential participant's involvement in behavior that may adversely affect the vacancy requirements. Applicants will then be able to judge on the basis of facts gained throughout the preliminary examination and on the basis of enrollment. Relevant information concerning the following cases must be discussed with each candidate:

o Previous employers not listed on the candidate's candidacy

o Earlier withdrawals and forced resignations

o Earlier involvement in criminal offenses is a criminal conviction, theft from the employer goods and cash, as well as illegal drug use

o participate issues, including excessive absenteeism, chronic delays, abuse of sick leave, time the seizure [SzámosinterjúalanyszkeptikusamikormeghalljahogyapályázókbefogadjákésvégülkizárjákmagukategyfoglalkoztatásiinterjúsoránésmagátólértetődikhogyalegtöbbpályázónemérkezikolyaninterjúraamelyfelkészültarrahogymagatartásikódexetvagyjogellenescselekményeketfogadjonelAzinterjúkészítőfeladataazonbanhogyolyankörnyezetetteremtsenamelyelősegítiazőszinteségetéseladjaakérelmezőtazonazelinordertofindtheabsolutetruthofthelawinordertogetthejobdone;thenthequestionsaskedbytherespondentstoformulatetheirquestionsandaskthemtorespondtotheattitudesoftheattorneys

Integrity interview is certainly not something new; the best employers in the country have been using these techniques for almost a decade. However, small and medium-sized enterprises, which are the largest employers in the United States, have come very slowly, mainly because they have been given very little training and often lack the internal structure to provide consistently documented training programs

Until this is unchanged, entrepreneurship America will continue to be a victim of its self-sufficiency.

Source by sbobet

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